Business Rules for Engaging Workers

This document sets out the University of Exeter Business Rules for engaging workers (e.g. permanent, temporary, casual, agency, self-employed). Managers are required to follow these business rules in all circumstances unless they have prior approval to make an exceptions.

SOURCING ROUTE

INITIAL POINT OF CONTACT IN ALL CASES

BUSINESS RULES

AGREED EXCEPTIONS

PERMANENT STAFF

Where the post requirements are ongoing, and have no known end date or the reason which would bring the contract to an end (e.g. maternity cover, end of project)

Consideration should be given to whether this can be supported from existing resources by

reallocation of work/priorities,

provision of development opportunities,

additional hours for part-time employees,

recognition for existing staff under the ‘Above and Beyond’ arrangements,

or overtime (if costs effective – using Form PD107)

TEMPORARY RESOURCING UNIT – PEOPLE SERVICES (unless agreed exception)

If the Temporary Resourcing Unit are unable to source a suitable candidate from the Temporary Staff Bank (TSB), arrangements to source via the university’s agency arrangements will then be confirmed with the recruiting manager.

WILL be required to follow recruitment processes (including approvals) for fixed-term contracts if the assignment does not cease within 12 weeks and an extension of more than 8 weeks is required. Note: Only one period of extension to the assignment will be permitted unless approved by a member of HR Services Senior Management Team.

The role has been identified as an exception because the TSB are unlikely to be able to facilitate the required knowledge/skills and experience or levels of demand.

OR

The role has specialist knowledge/skills/experience that cannot be filled by the in-house Recruitment Team or the Temporary Resourcing Unit.

Temporary Resourcing Unit

If the Temporary Resourcing Unit are unable to source a suitable candidate, arrangements to source via the university’s agency arrangements will then be confirmed with the recruiting manager. Managers should not approach recruitment agencies directly.

If the post is for more than 3 monthsthe vacancy should be advertised in tandem on university website/social media as FTC opportunity.

MUST be funded from within the College/Service budget or other agreed staffing budget.

MUST be administered through the by completion of the TR1 Temp Request Form and the ESR1 system if more than 3 months.

MUST use a cost code associated with the recruitment of staff to facilitate reporting.